Guides and Tools to Help You Hire Smarter and Faster

Talent Attraction Strategies

Best Practice Career Sites

Why should people work for you?

That’s a bit controversial, isn’t it? But, like it or not, that’s what job seekers are asking these days – especially the best ones.

If you’re like most of the employers we talk to, you’ll agree that good talent is hard to find. The reason is – they have lots of choice. So it makes sense that the best to way to get them is to outdo your competitors (other employers). In everything these days, we have so much choice. Remember when coffee was just coffee? Now there’s more choice than ever – cappuccino, latte, mocha, macchiato, espresso, piccolo, made with almond, cashew, skim, lactose free…

It’s the same with employers. People have so much choice – and they’re so much choosier!

To grab the best talent, you need to be able to answer the question “why should I work for you?” so that you stand out from the other employers in your industry who are also fighting for the best talent. To help you do that, we’ve put together a quick guide on how to stand out as an employer of choice. You can grab it here…

Best Practice Career Sites

Did you know that, on average, 90% of the people who hit a company careers page bounce off – without leaving any details or applying for any jobs?

When we first heard that statistic, we were flabbergasted – so we did a little research, and it’s true.And, if your company careers page is typical of most, then nine out of the ten visitors you have to it, simply disappear – quite possibly never to be seen or heard from again.

These are people who are actively looking to work for you and are doing their research into what your company is about – so they’re proactive, self starting and thorough. They want to know more about you and the job opportunities you have – so they’re inquisitive and interested. The type of people most companies want, right? So when 90% of them bounce, chances are you might just be letting these amazing people slip through your fingers.

If you want to increase the recruitment leads you get from your career pages, this guide is a must read.

“The support from the JobGetter team made it incredibly easy to implement. There’s no complex tech integration required so we were literally up and running within an hour. It’s probably the best talent sourcing decision I’ve ever made! — Paul Swain, Head of HR, Dymocks

From Expanding Your Sourcing Channels to Managing Your Talent Pool,

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